Search Results - subsequent

Comment on: Topic 'He is still out there!! I need your advice!!': t the guarantee period and subsequently either fees were not paid or refunded to the client. Eagle recruiting failed to refund their portion of the fee earned. The fee for the third candidate was applied to the outstanding refund and therefore it was a wash, actually we took a hit for part of it. In 2007 a letter was received from an attorney office requesting information, which was provided by our attorney. Our attorney provided the specifics and there was no subsequent correspondence. The files are archived and I have no intention of paying any further attorney fees to have the case reopened. Now 3 years later, Donna Zhao apparently wakes from what I can only assume is a drunken or drug induced stupor or whatever, with the sole intention of extorting money. Her posting suggests that we have changed phone numbers and that she was unable to reach us. We have had the same phone number since 2004. Her company, according to the State of Tennessee, was dissolved in 2008, though she still represents herself and an LLC. Yesterday, she provided me with the name and address of an attorney who she says represents her. I contacted the attorney at the number provided, only to find that this law firm, with multiple offices in multiple states does not know Donna or Eagle Recruiting and there is no such attorney. Furthermore, there is no attorney by the name provided listed with the State of Tennessee, or any other state, except for a Corporate attorney in New Jersey who has never practiced anywhere else. Donna makes harassing phone calls multiple times a day, usually hanging up. The caller ID shows the calls come from Donna Zhao in Salinas California and other calls from other phones. I have turned this matter over to local Law Enforcement and multiple other agencies, both State and Federal. There will be no further responses from our firm regarding this matter, rather to allow the authorities to do their job.…; Added by Jim Rosenberger at 8:34am on June 10, 2010

Blog Post: Employment Brand: What is Yours?: All companies have a company employment brand. It’s their earned reputation for how they treat their…; Added by Ann Clifford at 9:45pm on April 5, 2009

Comment on: Topic 'Daily Planning--Do you do it? How much time do you spend on it?': go wrong in an economy like this invariably does. What clients/candidates tell you is rarely truthful and the subsequent ensuing time wasting can be morale killing. Qualifying and getting a commitment only works depending on the character of the one being qualified and committing. I deal exclusively with 'passive/invisible' candidates who I found in my outreach, they aren't beholden to any commitments as you called them, they didn't call you. But you continue planning and banging on the phones the next day despite the clutter/worries in one's head.…; Added by bill josephson at 1:50pm on April 4, 2011

Comment on: Blog Post 'Tough Love for the Long-Term Unemployed: Have You Let Yourself Become Lazy?': more about this topic, it reminded me of some interactions and conversations I had a few years ago that I ended up writing about. I hope this doesn't come across as "link dropping" (not my intention at all) but the following article touches on quite a few points in Amy's original article as well as the subsequent comments. http://talenttalks.wordpress.com/2010/09/28/when-are-you-going-to-settle-down/ Thoughts? …; Added by Kelly Blokdijk at 7:13pm on February 8, 2014

Comment on: Topic 'Question of the day: Do you give a second chance to unprepared candidates?': expect to hear back so quickly. If I am calling for an intial introduction and they are unprepared, I direct them back to our website and posting and schedule a call in the near future. If they are unprepared on the subsequent call, I do NOT move forward with them. It takes less than an hour to view a website and company offerring and do a little digging. If a candidate fails to "do their homework" it shows me that they do not take my opening seriously and gives an indication of what type of employee they would be...one I wouldn't hire. …; Added by Kerin Colby at 11:41am on December 2, 2011

Blog Post: Sexy SEO for Recruiters: I wanted to try an experiment to see just how fast Google can index a new Word press blog. I choose the phrase 'Sexy SEO for Recruiters' as Google was not returning any direct results for this…; Added by Shane McCusker at 5:39am on August 22, 2012

Blog Post: Another Twitter Blog Post: Hey Everyone.

On CruiterTalk.com I have an ask the recruiter section. A questioncam in this week that has spawned a 4 part posting series I wanted to share. Here is a snipet of part I.…; Added by Ryan Leary at 11:56am on February 18, 2009

Topic: Pre-existing conditions are seriously harming our intellectual output: o can no longer afford medical coverage. Scenarios... If a great potential employee undergoing a reference check shows serious financial challenges because medical bills have piled up and not been paid, how many companies would seriously consider not hiring them? Don't care about the legality just the reality. Knowing that benefit costs are choking them, will a CFO, knowing that a potential employee or one of their family members requires significant medical coverage, impact the hiring decision? Are people with potential for greatness slipping away because they're focused on paying medical expenses for themselves or family members? Can you see how this really is a recruiting issue?…; Added by Steve Levy at 8:20am on April 21, 2009

Comment on: Blog Post 'Why Candidates Decline Job Offers (And What To Do About It)': ndidate has a competing offer, was using the job search as an exercise as leverage for a raise at their current company or is waiting for an offer from their number one choice. I learned in my first year as a recruiter that the close begins with the first phone call. All subsequent contact with the candidate is part of the logical process which culminates in an offer and acceptance. When the process is followed properly, the desired (and expected) results will follow. Human nature does not change with candidates. They betray themselves whether it is over the phone or in person. Be alert and ask questions is always the best policy. Thanks for a great read.…; Added by Steven Guine at 12:26pm on January 15, 2014

Blog Post: Using Microsoft Office Tests to Hire Better Employees: Pre-employment tests are an important addition to your hiring process. While they add another step to the recruitment and onboarding process, they ensure that you hire the right candidate to fill…; Added by Laura O. Tolentino at 6:13am on November 17, 2021